Director, Global Compensation

Why Ryan?

• Hybrid Work Options

• Award-Winning Culture

• Generous Personal Time Off (PTO) Benefits

• 14-Weeks of 100% Paid Leave for New Parents (Adoption Included)

• Monthly Gym Membership Reimbursement OR Gym Equipment Reimbursement

• Benefits Eligibility Effective Day One

• 401K with Employer Match

• Tuition Reimbursement After One Year of Service

• Fertility Assistance Program

• Four-Week Company-Paid Sabbatical Eligibility After Five Years of Service

The Director of Global Compensation is responsible for the development, implementation, and oversight of the Firm's global compensation strategy to ensure alignment with its business goals and objectives. This role plays a critical part in driving the Firm's ability to attract, retain, motivate, and reward top talent while achieving desired business outcomes. The Director will manage comprehensive compensation programs, including base pay, incentive plans, equity, and benefits, ensuring internal equity, external competitiveness, and legal compliance across all regions. Collaborating closely with senior leadership, People Group Business Partners, and other key stakeholders, this role will ensure the delivery of a competitive and equitable compensation framework. The position requires strong teamwork and leadership, with frequent interaction across all employee levels, including Principals, management, and other People Group team members.

Candidate must be comfortable working in a hybrid model in our Dallas office.

Key Responsibilities:

• Compensation Strategy & Planning:
  Develop and implement a global compensation strategy that aligns with the Firm’s business goals, culture, and values. Ensure compensation programs are market-competitive and internally equitable across all regions. Design and manage global compensation structures, including salary ranges, bonus programs, equity compensation, and incentive plans for employees at all levels.
• Executive Compensation:
  Partner with the VP of Total Rewards on executive compensation programs, including base salary and short- and long-term incentive plans. Ensure these programs are competitive, aligned with business goals, and comply with relevant legal and regulatory requirements. Additionally, assist in preparing materials for the Compensation Committee, ensuring that all executive compensation decisions are well-supported with data and aligned with governance standards.
• Salary Survey Management:
  Oversee the coordination of salary survey participation, analyzing survey results to provide insights and recommendations regarding market position, internal equity, and the Firm’s compensation practices. Lead market benchmarking process to ensure competitive compensation packages and stay informed on industry trends, competitor practices, and regulatory changes.
• Pay Structures & Job Architecture:
  Develop, implement, and maintain integrity of global job architecture, global pay structures, including pay ranges and incentive plans across all regions. Ensure global consistency of job responsibilities, qualifications, and requirements to recommend appropriate salary ranges, titles, and job levels across regions.
• Compensation Governance & Compliance:
  Ensure that all compensation policies and programs comply with relevant laws, regulations, and corporate policies. Provide guidance on FLSA, local laws, and other legal considerations related to compensation. Stay informed about international, federal, state, and local compensation laws to ensure ongoing compliance.
• Annual Global Compensation Planning:
  Manage the Global Annual Salary Planning and Merit cycles, designing increase matrices, reviewing proposed salary adjustments, and overseeing the process for annual increases and classification changes. Collaborate with finance to manage compensation budgets and ensure alignment with the company’s financial goals.
• Incentive & Equity Programs:
  Oversee the administration of incentive compensation programs, collaborating with legal and equity administrator on equity compensation plans. Develop and communicate clear policies and guidelines for incentive plans for all employees.
• Collaboration & Cross-functional Leadership:
  Partner with People Group business partners, finance, and leadership teams to ensure compensation programs support recruitment, retention, and employee engagement strategies. Provide compensation expertise to leadership and People Group teams, ensuring alignment with organizational goals.
• Compensation Data & Reporting:
  Develop and maintain systems for compiling, preparing, and presenting compens